5 AI prompts every recruiter should have at their fingertips

Imagine you are a[senior recruitment specialist] and write a catchy and detailed job description for a[specific role, e.g. data analyst] at[company name].

Our company culture is based on the following core values[values].

Our company has a high commitment to[innovation, work-life balance and professional development opportunities].

The ideal candidate should have at least[X years] experience, a strong knowledge of[skills such as SQL, Python and data visualization tools like Tableau or Power BI].

Key responsibilities of the role are[analyzing large data sets to support business decisions, collaborating with cross-functional teams, and providing data-driven insights to the product and marketing departments].

To be successful in the role, the following qualifications and preferred skills are required[e.g. experience with machine learning]

Emphasize the company's commitment. Include information about the required qualifications, preferred skills, and company culture as well as a note about equal employment opportunity.

Write in the third person and use language that is professional but informal. Aim for a text of around 500 words.

Write a personalized contact message to a candidate named[Candidate Name] for a[specific role] at[Company Name]. Highlight how their experience in[specific skill or area] makes them a good match for the position.

Emphasize the company's[core value, such as innovation or work-life balance] and how this aligns with the candidate's background. Include a brief note about the company's growth opportunities and the impact they can make in this role.

End with a friendly invitation to discuss the opportunity further and make it clear that you are looking forward to connecting.

Create a set of screening questions for candidates applying for the position of[specific role]. These questions should assess the candidate's competency in[key skills or technologies], their experience in[specific job functions or industry], and their alignment with[company values or team culture]. Include a mix of technical, behavioral and situational questions to evaluate both hard and soft skills. Make sure the questions are customized to identify candidates with at least[X] years of experience and who have worked in[specific environments, such as dynamic startups or large companies]. Also, create one or two questions that show how the candidate approaches problem solving and teamwork.

Emphasize the company's[core value, such as innovation or work-life balance] and how this aligns with the candidate's background. Include a brief note about the company's growth opportunities and the impact they can make in this role.

End with a friendly invitation to discuss the opportunity further and make it clear that you are looking forward to connecting.

Your task is to write a rejection email to a candidate named[Candidate name] who has applied for a position as[specific role, e.g. marketing specialist] at[Company name]. Although the candidate has demonstrated strong qualifications and skills, we have decided to move forward with another candidate whose experience better matches our current needs.

In your email, make sure that you:

Expressing gratitude: Thank the candidate for their interest in the position and for the effort they put into the application and interview.

Provide constructive feedback: Offer specific, constructive feedback on their strengths, such as relevant skills or qualities that stood out, as well as one or two areas where they could strengthen their profile or experience for future opportunities. This candidate's skills included[Candidate's skills].

Recognize their effort: Show appreciation for the time and effort the candidate has invested in the application process.

Encouragement for the future: Encourage the candidate to apply for future positions with the company and wish them luck in their job search.

Make it clear that we value their talent and would like to see their application again in the future.

The email should be professional, clear and concise while maintaining a tone of empathy and encouragement. Avoid wording that may discourage the candidate from considering [Company Name] for future roles.

Create a three-month onboarding plan for a new employee named[Name] who is hired as[specific role] at[Company name]. The onboarding plan should generate excitement about joining the team and help the new employee make a smooth transition. Include the following:

Week 1: Welcome and introduction, introduction to the team, overview of company values and culture, equipment setup and initial role-specific training. Schedule an individual follow-up call with your manager.

Weeks 2-4: Assign a mentor, set clear short-term goals, and encourage shadowing team members. Include regular follow-up calls with the manager for feedback.

Month 2: Support collaboration with cross-functional teams. Assign a major project and continue mentoring. Provide feedback and adjust goals as needed.

Month 3: Assign more independent tasks and complete a formal 90-day performance review. Discuss long-term goals and career development opportunities.

Focus on creating excitement, fostering a sense of belonging and supporting the new employee's development.